Metal Fabrication Supervisor (Sheetmetal/Welding)
High Point, NC
Direct and manage the Sheet Metal and other Fabrication work centers with overall responsibility for production, health and safety systems, workflow planning, maintenance, employee relations, training, turnover, quality, process planning/mapping, continuous improvement, and other production related activities. Ensure industry best practices are implemented, all identified safety risks are addressed, while identifying opportunity for adopting the latest technologies. Create a training program for each piece of equipment and ensure all operators are trained thoroughly.
Minimum Qualifications: (Education, Experience, Knowledge and Skills)
High School Diploma or equivalency required.
Associate degree preferred. Equivalent trade school training combined with related work experience as described above will be considered .
8 years of metal fabrication experience utilizing a variety of equipment.
4 years of Supervisory experience.
ERP experience (SAP, IFS, etc.).
Excellent verbal and written communication skills required.
Ability to write procedures and best practices documents.
Good presentation skills and public speaking techniques are necessary.
Demonstrate an ability and experience leading people.
CNC and manual equipment knowledge and experience
Knowledge of Lock out Tag out procedures.
Best Practice in equipment PMs.
Managing and improving OEE for department. (Overall Equipment Effectiveness)
Knowledge of nesting software and processes.
Ability to read and understand part drawings.
Systems and continuous improvement orientation.
Problem analysis and resolution experience
Inventory, part planning and scrap management experience.
Job Duties and Responsibilities:
Direct supervision of multiple fabrication work centers.
Implementation, Training, and monitoring PowerSecure’s Sheet Metal program.
Lead Kaizen events with manufacturing personnel.
Capture opportunities to improve Safety, Quality and Cost in department and work cross functionally to implement.
Reduce safety risk by helping to implement correct operation processes and improvement of equipment.
Reduce overall cost of fabrication.
Work with planning to optimize production plan.
Drive down scrap percentage.
Physical Demands and Work Environment:
Must be able to lift to ~50 pounds.
Job requires standing, walking, pulling, stooping and bending on a frequent basis.
Exposure to weather, noise intensity level, exposure to toxic or caustic chemicals, wet and/or humidity, vibration, proximity to moving mechanical parts.
The above statements are intended to describe the general nature and level of work being performed by individuals assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required of the position. All employees may have other duties assigned at any time.
PowerSecure, a Southern Company subsidiary, is a leading provider of innovative energy solutions to electric utilities and their industrial, institutional, and commercial customers.
Join Our Power Team! (https://cloud.3dissue.com/205953/206237/242401/HR-9-14-2020/index.html)
We invest in high-value and cost-effective benefits for our employees. Our benefits package includes:
Medical, dental, vision and life insurance coverage
Competitive pay and a matching 401 (k) plan
Vacation, Company Holidays, Paid Time Off (PTO- personal and sick days)
Flexible spending accounts/Health savings account
Wellness Incentive Programs
Employee Referral Program
PowerSecure is an Equal Opportunity/Affirmative Action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status. This position is not open to third party recruiters.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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